Frequently Asked Questions :: How Agencies help Nannies and Families
How Nanny Placement Agencies Help Families
A placement agency is a business that matches the skills of in-home child care providers with the unique needs of client families. Agencies serve both families and nannies. There are generally two types of agencies: agencies that specialize only in child care placements, and agencies that offer child care and other domestic services, such as housekeeping, eldercare …. Most agencies can help find live-in and live-out caregivers and may also be able to refer temporary or part-time nannies for occasions when a baby sitter or new born care specialist is needed. Parents may also need a nanny to care for a sick child or provide overnight care.
Agencies recruit and screen applicants to interview and hire. They are available to assist the family with defining the expectations of the caregiver and preparing a job description that outlines the caregiver’s duties and compensation. They can also offer advice and support during the first days or weeks that the caregiver is on the job.
How Agencies Help Nannies
Nannies often turn to agencies for help with finding a child care job. Agencies are frequently working with several families. An agency can help the caregiver identify the position that best suits his/her qualifications, skills, salary requirements and preferred location. Agencies may sponsor nanny groups or hotlines to help nannies meet other industry professionals in their area. Nanny groups can provide social contact and moral support.
As a general rule, agencies do not charge the nanny for placement assistance.
AGENCY INFORMATION
Selecting an Agency: Questions to Consider Asking
Selecting an agency is a personal decision. Families and nannies both entrust an agency with confidential information in exchange for the promise of help with finding a suitable employee or employer. Families may also have a financial investment in making the right decision. Be sure to go beyond the information in this directory to ensure you make an informed decision. Here are some questions to consider asking during your search for an agency.
- What is your track-record regarding successful placements?
- What are your minimum requirements for nanny applicants?
- How do you screen applicants (number of references checked, type of background checks performed, personal or telephone interview)?
- What kind of support do you provide after the placement process is completed?
- What is your policy if the match is unsuccessful?
Helpful information can be found in INA’s publication, A Nanny for Your Family.
RECOMMENDED PRACTICES FOR NANNY PLACEMENT AGENCIES
To promote quality in-home child care, INA recommends specific practices for nanny placement agencies.
Working with Families
- Disclose the method of interviewing candidates referred for in-home child care positions. INA recommends interviewing candidates in person. When personal interviews are not possible, the prospective employer should be informed about the interview method used (by telephone, an agent acting on behalf of the agency …).
- Check each candidate’s personal and employment references. INA recommends providing the family with information on a candidate’s employment history. At a minimum, two references should be checked. The agency should disclose all information about the candidate, verified through personal and employment references, as allowed by law. Families should personally check references.
- Provide information on the candidate’s job qualifications to the prospective employer. At a minimum, INA recommends that the agency accurately disclose to the prospective employer, information obtained on a candidate’s references, Social Security verification, criminal check, driver’s license check, and the methodology used to obtain the information, as allowed by law.
- Prepare a written agreement with each client family. It should specify the agency’s fees, refund/replacement policies and services the agency plans to provide. INA recommends drafting a written agreement or contract between the agency and the family to facilitate an understanding of the obligations of both parties. Both the agency and the family should keep a copy.
- Make adjustments/refunds promptly and in accordance with the written policies of the agency. INA recommends the agency clearly specifies the time period in which it agrees to provide a replacement and/or refund(s). The agency should provide the family with a written copy of the policy. Any other conditions regarding replacements or refunds should be included within the written policy.
Working with Nannies
- Respect and regard nannies as clients. INA recommends that agencies regard nannies with the same respect as client families by considering each nanny’s preferences and qualifications when making referrals to prospective employers.
- Accurately and truthfully describe job duties, responsibilities, working conditions, hours, salary and benefits for in-home child care opportunities. INA recommends that all information used to promote the in-home child care profession accurately depict job possibilities, including salaries and benefits. When a nanny inquires about positions available, INA recommends describing jobs that are actually available. An agency should ensure the descriptions of job duties, hours, salary and benefits are for current, bona fide openings.
- Help develop a written work agreement that accurately describes the conditions of employment arranged with the family. INA recommends that agencies ensure all of the terms of employment in the home agreed to by the family and nanny are summarized in the form of a written work agreement. INA recommends that a work agreement include (at minimum): job duties; hours and days of duty; salary amount; when and how paid; compensation for overtime worked; employer’s legally required tax obligations; benefits offered; sick leave if offered; probationary period; frequency of work agreement review; and the terms of notice of termination and grounds for dismissal.
- Provide a written explanation to nanny candidates regarding applicable fees and/or agency services prior to rendering services. INA recommends the agency inform candidates of its obligations to the nanny prior to and after placement. This explanation should be provided in writing and address fees, if any, that should be paid by the applicant; the agency’s responsibility to the nanny in the event a payment(?) placement is unsuccessful; and the agency’s policies regarding travel or relocation costs.
INA recommends that agencies provide nanny candidates with descriptive information on prospective employer families. In addition to details pertaining to the available position, such information might include child-rearing philosophy, a family profile and special interests.
GENERAL PRACTICES
- Respect the work agreements enforced between families and nannies. Once applicants are placed, INA recommends that agencies refrain from soliciting the nannies for other positions while they are still employed by the family—unless the nanny requests assistance with finding a new position.
- Respect the proprietary promotional or company sensitive materials of other agencies. INA recommends that agencies independently develop all materials related to the operation of their business. If an agency wishes to use the forms, brochures, training manuals or text (copy) from printed materials belonging to another agency, INA recommends obtaining permission first, in writing. If permission is granted, the source of the information should be acknowledged.
- Abide by all pertinent laws and regulations. INA recommends that agencies remain knowledgeable about and comply with all applicable laws and regulations affecting placement operations in their jurisdictions. This includes but is not limited to licensing requirements, immigration laws, and wage and labor requirements. INA recommends that placement agencies carry professional insurance, if obtainable.
The practices addressed within this website are INA’s recommendations. Please note that INA has no authority to require a member to adhere to them. INA does not represent that the Association has the authority to discipline a member for a violation of the letter or spirit of what is recommended. Consequently, INA assumes no responsibility or liability for the action of any member of the Association.